Upskilling and reskilling

Enhance your potential, transform your future

The digital transformation is redefining the labor market. With the rise in disciplines such as big data or artificial intelligence (AI), companies are facing the need to quickly adapt to a professional environment where technological demands surpass the available skills. This phenomenon, accelerated by the COVID-19 pandemic and defined in the Fourth Industrial Revolution, has focused on strategies such as upskilling and reskilling.

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What is reskilling?

Reskilling consists of training employees with new skills that allow them to take on completely different roles within the same organization. It's not always related to technology; it can include operational and adminstrative competencies, or those of any field necessary to meet new needs within a company.

In the context of digital transformation, the concept of digital reskilling is being used, which consists of specifically training employees in technological skills. This includes the management of digital platforms, data anaylysis tools, or specialized software, and it is fundamental in sectors where processes are being automated or digitalized.

For example, in a case of reskilling, a traditonal electrical systems technician may be trained to manage storage batteries in solar self-consumption projects. If they must also learn to use advanced digital tools to monitor these systems, we would be talking about digital reskilling.

What is upskilling?

Upskilling focuses on strengthening and broadening the competencies of employees in their current positions. This includes the acquistion of addtional skills that allow them to manage digital tools, analyze data, or use innovative technologies to improve their productivity.

For example, a maintenance technician can learn to use a predictive diagnosis software to optimize the performance of renewable energy equipment.

Difference between reskilling and upskilling

Although both concepts are related to the development of skills, the main difference between reskilling and upskilling lies in its aim:

Reskilling: it focuses on training an employee to take on a completely different role within the company.
Upskilling: it seeks to perfect and broaden the competencies of an employee so they can perform more efficiently in their current role.

What relationship do reskilling and upskilling have with hard skills and soft skills?

Although the concepts of reskilling and upskilling focus on the development of new skills or the perfection of existing ones, they are closely related to hard skills and soft skills, the two main types of skills that define the performance of any professional.

Hard skills are technical and specific skills, such as the management of software, technological equipment, or digital skills. These are the main focus of many reskilling and digital reskilling initiatives, especially in sectors where processes are being digitalized.
Soft skills, such as adaptability, leadership, or teamwork, are essential to complement this technical learning and allow employees to sucessfully adapt to their new roles or functions.

For example, a reskilling project can train an electric technician in the use of storage batteries (hard skill), while it fosters their collaboration capacity in interdisciplinary teams (soft skill). In a similar manner, upskilling can perfect the command of advanced digital tools (hard skill) while improving their ability to solve problems in an agile way (soft skill).

How to implement a reskilling or upskilling plan and adapt to new needs

In order to implement an effective program, it is fundamental to be clear of the meaning of reskilling and upskilling in the context of a company. These strateiges not only allow you to respond to the current market demands, but also prepare employees for the challenges of the future. Moreover, they must be flexible and adjust to the short, medium, and long term, bearing in mind the quick evolution of the work environment. A basic strategy may include:

Identify the needs of the organization.
Detect areas where new skills are required and prioritize them according to their urgency.
Assess current competencies.
Carry out a detailed analysis of the skills of employees to detect strengths and areas for improvement.
Design personalized training programs
Create courses adapted to the specific needs of each team.
Incorporate technological tools
Offer online learning platforms that enable flexible access to training.
Measure results and make adjustments
Implement metrics that assess the impact of programs, such as improvement in the productivity of teams.
Promote a continuous learning culture
Reward active participation in training and motivate employees through the recogniton of their achievements.

Reskilling and upskilling at Repsol

At Repsol, we understand that the development of talent is essential to face the challenges of a constantly changing market. Since 2020, we have implemented initiatives that position reskilling and upskilling as key pillars. These strategies seek to promote the employability and specialization of our teams in fundamental areas such as STEM disciplines (science, technology, engineering, and mathematics).

We collaborate with univiersities and strategic partners to enhance talent

We work alongside public and private universities, as well as with technological partners, to enhance the employability and specialization of our employees in areas such as artificial intelligence, big data, and the internet of things (IoT). One of the standout initiatives is the Repsol Data School, launched in collaboration with ISDI, which between 2021 and 2023, trained more than 800 employees in the advanced use of data and new technologies. According to Rodrigo Miranda, Managing Director at ISDI: "The key is the reskilling and upskilling of teams and talent as a 'nervous system' of leading companies such as Repsol."

IndesIA: artificial intelligence to transform the industry

In 2021, we joined other leading companies to create IndesIA, the first Spanish artificial intelligence consortium focused on industry. This initative not only seeks to optimize industrial processes and promote the circular economy, but also revitalize training and employability in STEM, generating new job opportunities and strenghtening the positioning of Spain as a benchmark in the data economy. With this project, new technologies have been integrated that have improved operational efficiency and key partnerships have been established to coninue expanding its impact.

Boost your professional career in the energy sector

Are you passionate about technology and the impact it can have on the future of energy? At Repsol, we are working on projects that combine artificial intelligence, data analysis, and digitalization to transform the sector.

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